recruiters face new obstacles in an unstable market

GCC NEWS FEATURE

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Recruiters Face New Obstacles in an Unstable Market[By Jen Woods]

In today’s uncertain economic climate, lawyers are more reluctant to change positions, forcing recruiters to come up with

innovative strategies to convince them to reenter the job market.

About 70 percent of the 300 recruiters

surveyed in the 2003 Executive Recruiter

Index (Part I) said it had become harder to

lure candidates to new positions. Candidates

are rejecting positions they might have

accepted when the economy was booming,

according to the surveyed recruiters.

More than anything, the study results

suggest lawyers don’t want to gamble in an

unstable job market. A typical lawyer is more

likely to stay at an unsatisfactory job than

take a chance finding a new one. About 84

percent of those surveyed said executives

favored larger, “blue chip” companies with

stability over smaller firms with high growth

potential. In addition, 68 percent of the

recruiters said that employees value cash

compensation more than equity-weighted

deals of uncertain value.

The employment website ExecuNet also

conducted two studies in 2003, and they

found that 20 percent of executives stayed

less than one year at their jobs while 75

percent of officers had held three or more

jobs over the past ten years.

“The attrition rate for experienced attorneys

with about five years of experience has

jumped dramatically, from 60 percent leaving

their law firms in 2000 to 78 percent who

left in 2005, according to NALP [National

Association for Law Placement],” said

Vanessa Alvarez, President of General

Counsel Consulting (GCC).

Different risks are associated with different

types of positions. In general, law firms offer

more job security, more opportunities for

career advancement, and higher salaries

than in-house corporations. On the other

hand, corporate counsels usually work less

demanding hours and are faced with more

diverse professional challenges.

“Unlike law firms, attorneys in corporate

legal departments are generally not

viewed as profit centers, but rather as

part of a company’s overhead. Therefore,

legal departments in companies are more

susceptible to the overall economic health of

their companies,” Alvarez said.

Additional factors can potentially make

taking in-house positions riskier than taking

law firm positions. For instance, according

to Alvarez, “when there is a change of

leadership at the top, new CEOs tend to

restructure personnel at the senior executive

levels, which can often mean a new general

counsel who in turn will generate a new staff

for the legal department. Mergers and other

financial restructurings also tend to change

the makeup of the legal department.”

However, despite the potential stability

risks, Alvarez notes that “in the last year,

we have noticed an increase in attorneys

transitioning from law firms to corporate

legal departments.”

“Most law firm attorneys who are switching

to corporate legal departments have

four main concerns: company stability,

compensation, sophistication of the work,

and opportunity for advancement,E” Alvarez

said.

Some recruiting firms are implementing new

strategies to help job candidates feel more

comfortable about entering the job market.

For instance, Korn/Ferry International, the

world’s leading provider of recruitment

solutions, recently hired a relocation

consultant to tour different neighborhoods

and schools. The consultant then sets up

informal meetings with executives to discuss

how particular job changes or relocations

would affect their lifestyles.

Recruiters have to work harder than ever

to market job opportunities successfully.

Therefore, many recruiting firms are

providing more detailed job descriptions

(including specifics about compensation,

company background, and job skills) because

candidates want to know as much as possible

about positions before they express interest

in openings.

“Attorneys should always weigh the pros and

cons of different types of positions before

accepting new jobs,” Alvarez said. In general,

in-house counsels and law firm attorneys

have very different job requirements and

levels of compensation. However, since

in-house corporations are “much more

varied than law firms in terms of their

size, industries, and overall position in the

marketplace,” Alvarez said, generalizations

about job stability, compensation, and

advancement are not always accurate.

Therefore, an attorney should look at the

advantages and disadvantages of individual

positions before making a decision.

ON THE NET

General Counsel

www.gcconsulting.com

National Association for Law Placement

www.nalp.org

Korn/Ferry International

www.kornferry.com